In sales, and in recruiting, the ability to gain commitment and move prospects forward is a critical skill. But over the years, I have observed recruiters missing the mark when it comes to moving prospects to the next logical step. They either come on way too strong with the “dreaded pitch” or they make (incorrect) assumptions about interest or readiness.
Even the most experienced recruiters can fall into bad habits or forget the fundamentals of gaining commitment. And when recruiters lack the skills to effectively move prospects forward, they almost always increase the time it takes to fill critical positions. And, even worse, they may inadvertently move a prospect forward who is not the right fit — resulting in poor quality of hire.
So here are three tips to help you increase your ability to gain important commitment — while not scaring away your prospects.
Tip #1: Listen more; talk less
When I was in sales, I don’t think we had one person in our group who was an introvert. We all had the “gift of gab” and hardly ever let a moment go by without sharing our favorite story or commenting on something that was happening. It was like almost everything needed to be processed out loud, and we delighted in winning more than our share of “air time”.
Of course, being comfortable in almost any social situation and striking up conversations with total strangers can be a key advantage in sales. However, when we confuse selling with non-stop talking, we will quickly scare off prospects.
No one likes to be on the receiving end of someone who won’t stop talking. At best, it is annoying. In sales and recruiting, the non-stop talker runs the very real risk of losing the sale and alienating the prospect. You won’t be effective in moving a prospect forward if you don’t have the skills to ask the right questions and then listen carefully to the answers.
Remember, “he who speaks first loses”. Some recruiters can become very nervous with silence or with listening. Somehow, they think that they are losing control when they are not talking. But it’s quite the opposite. You actually have more control over the call when you ask key, strategic questions and listen carefully (and follow up!) to the responses.
And if you’re one of those folks who is afraid that you might show your lack of expertise or knowledge if you don’t speak, remember the old adage, “It is better to keep your mouth closed and let people think you are a fool than to open it and remove all doubt.” (Mark Twain).
Tip #2: Acknowledge and manage hesitation or objections
Another common problem we’ve heard on recruiting calls is the tendency to “rush the close”. We understand that recruiters are under great pressure to close job requisitions and are often measured on “time to fill”; however, a decision like a career move is an important one, and prospects need to minimized risk and clearly visualize the “desired future”. This decision-making process can take time and needs to be processed on both the logical as well as the emotional level.
Recruiters who dismiss hesitations and/or objections — or who don’t even recognize them — can easily alienate prospects. Hesitation is normal. And objections need to be anticipated (even in some cases, expected). If you start “giving away salary dollars” much too soon or making quick, unnecessary concessions, you might actually make your prospect uncomfortable or anxious.
Don’t always assume that hesitation means the salary might be too low — and “overcompensate” by immediately “overcoming the objection”, negotiating too quickly, or (even worse) talking about all of the “great benefits” of accepting this position or working in this company. If you start giving away too much too soon you can easily lose control of the call and unnecessarily drive up the cost of the hire.
When you rush the close, prospects can easily feel pressured and not heard. As a result, they may balk and indicate they “need more time” to make this decision. What they may really be saying is they already have made the decision (and it’s a ‘no sale’)!
Instead of rushing the close, be patient and listen. Ask questions to understand the needs behind the hesitation or objections. Using your active listening and inquiry skills, be sure to clarify and paraphrase the concerns. Understand the root causes and address them with genuine care and concern.
Tip #3: Have a clear “ask”
It might seem kind of basic, but are you in the habit of asking your prospects and candidates if they would like to move forward? I like to call it a “clear ask”. I am always surprised how few recruiters actually ask the candidate if they would like to move forward in the process at the close of the candidate screen. The recruiter simply assumes interest and starts talking about “next steps in the hiring process“.
You actually can scare the person off — but you may never know it! Not having a clear ask can inadvertently lead to moving prospects forward who are not really committed — or who have objections or concerns that have not been uncovered. And in some cases, this can cause candidates or prospects to become anxious or doubt if this is the right decision.
They may be hesitant to share their true concerns or may simply make their mind up that this is not the right fit — without letting the recruiter know. Here’s where you end up with the “no call, no show” and wonder what happened! Afterall, you thought you had such a great conversation … and the person seemed so interested.
Don’t forget that moving forward in the hiring process needs to be a commitment on both sides. It needs to be the right fit for the prospect as well as for the recruiter. Be diligent about having a clear ask about interest in moving forward. And be open and ready to address any concerns that may arise.
To your success!
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